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  • Pages
  • Editions
01 Cover
02 Editor's Letter
03 Contents
04 Growing fears
05 Sea change
06 Influential women in IP
07 Promoting women in STEM
08 The outsider’s vision
09 Breaking the mould
10 Striving for authenticity
11 Reaching out
12 Diversity Champions
13 A time for reflection
14 Ageism in the multigenerational workforce
15 Advocating for D&I: a personal journey in Mexico
16 Emerging stronger: Ukraine’s women lawyers
17 How to implement a D&I strategy in private practice
18 All minds matter
19 Trailblazers 2022
20 Eliminating unconscious bias
21 How will you Adapt?
22 Thinking outside the box
23 Finding a creed of tolerance
24 Moving the needle in IP
25 A numbers game?: D&I targets and the IP profession
26 Promoting gender equality in India’s legal sector
27 Contact us

CLASS OF 2022

A personal journey in Mexico

Laura Collada, managing partner of Dumont, discusses the challenges Mexico is facing in becoming more modern, and how we can make workplaces better for everyone.


In a world as disparate as ours, I often wonder what triggers people to advocate for diversity and inclusion (D&I), not only in the workplace, but in all aspects of life.

The approach is different for everyone as well as the commitment. It is a personal journey. It depends on jurisdiction, education, social background, race, environment, beliefs, values, personal experiences and so many other things.

Besides these factors, we have legislation, norms, best practices, and many other tools that have changed dramatically in recent years. Sometimes people make a real commitment, at other times it is part of a trend, but many people are doing their best to change the world, or at least their workplace, and influence the social environment.

IP attorneys, who attend conferences around the globe, have this amazing opportunity to travel the world and see different cultures, traditions and places. For me, the more I travel, the more I see common grounds, not differences. People love, believe, pray, etc with the same feelings, faith, and sentiment regardless of religion, country, culture, ethnicity, gender, sexual orientation, disability, etc.

In diversity there is a common ground; we all have similar needs, we all have comparable feelings.

So, how do we raise awareness of D&I from an international and multicultural perspective? I do not have the answer but believe that the IP environment is a great place to plant a seed. We are an inclusive and diverse community.

”We are a real melting pot, however, deep down, Mexico is a very traditional and conservative country.”

A complicated backdrop

Educating oneself about D&I as well as advocating for it is a personal journey. An emotional one.

I am Mexican. Our country is full of history and culture with a very diverse population, recognised as having Catholicism as the main religion. The social, economic, and cultural background of our population differs depending on place, ethnicity, education, beliefs. We are a real melting pot, however, deep down, Mexico is a very traditional and conservative country. Legislation relating to equality, nondiscrimination, etc. is in place, however, little has changed in reality. We are a conservative, traditional country trying to change for a modern and equal society and culture.

I come from an older generation. Today, young people are more open and willing to discuss and accept a changing world. Tolerance is being practised. However, it is still difficult for minorities to reach their full potential.

Women in Mexico

The subject of women in Mexico is complicated. We have serious issues that we are dealing with daily, such as domestic abuse, feminicides, child marriage, etc. On the other hand, we are a society in which women, slowly and constantly, are gaining places and recognition in different trades and workplaces.

In an environment as complicated as this, advocating and working for minorities becomes a passion. The goal is not to change the world but to educate and help people in their surroundings (home, workplace, social environment, etc) to include people and create a diverse world. If you can change the life of one single person, it is worth it.

We spend so many hours of our days at work which is why it is one of the places we should start levelling the playing field, learning about D&I issues, and applying the principles and practices of inclusion.

The first step is introspection. We must review our firm’s culture and identify where we are doing well and where we need improvement. It is important to set goals, but reachable ones.

Reachable goals

Rome was not built in a day. The goal would be to make our business a happier, fairer, and more empathetic workplace in which all its members develop and grow to their fullest capacity. It is not tilting at windmills, it is about reachable outcomes, compassion.

As important as introspection is education and training. Many people think that they don’t have any biases, it is only the way they were educated—nonetheless almost everyone carries some kind of bias and preconceptions.

This is the reason why we must create awareness and educate people. Look for a D&I consultant, hire them and implement best practices on their recommendation; your work environment will thank you.

”The subject of women in Mexico is complicated. We have serious issues that we are dealing with daily, such as domestic abuse, feminicides, child marriage, etc.”

Mentoring is highly recommended but in order to do that, principals must first conceptualise and implement inclusion in your organisations. It is important that your HR team is fully up to speed with these issues; they are the first point of contact for your staff, as well as a thermometer to measure how well you are doing.

Determination to change

Communication is paramount; the goal is to convey the right message at your firm. Try to hire diverse associates or include them in summer programmes if you have them. Being exposed to other ways of thinking will enrich your office.

It is true that many of these issues and how you approach and work with them depends on the size and structure of the firm. Larger firms can establish committees, task forces, affinity groups etc., and this is difficult for medium or small firms. The most important issue is the determination to change.

Diversity enriches and strengthens our communities, our culture, our society, and our lives. Diversity helps people to communicate and learn from one another. It helps us to respect other people and include them in our society; it expands our mindset. Diversity helps individuals become more tolerant. This world needs more tolerance and respect.

This is not an original idea, but it has turned into a creed for me: let’s work towards happier, fairer, and more compassionate workplaces. It is win-win.


Laura Collada has more than 30 years’ experience in IP and is the only female managing partner of an IP firm in Mexico. She can be contacted at: lcollada@dumont.com.mx


Images, from top: Shutterstock / Belikova Oksana, Will Zinn

2022


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